本文選題：薪酬體系　切入點(diǎn)：優(yōu)化　出處：《廣西大學(xué)》2013年碩士論文

【摘要】：薪酬體系作為高等院校發(fā)展戰(zhàn)略的重要組成部分,在吸引、穩(wěn)定、激勵(lì)人才方面起到了關(guān)鍵的作用。其改革是高校內(nèi)部管理體制改革的關(guān)鍵和難點(diǎn),也是整個(gè)社會(huì)較為敏感的熱點(diǎn)問題。目前,我國高校職工的收入分配為“雙軌制”,即由國家工資和各高校的校內(nèi)津貼兩大部分構(gòu)成。國家工資部分按照國家規(guī)定發(fā)放,校內(nèi)津貼則按照教職工所聘崗位及業(yè)績進(jìn)行發(fā)放。但同其他發(fā)達(dá)國家高校的激勵(lì)手段相比,我國高校還較為遜色。為了培養(yǎng)更優(yōu)秀的下一代,實(shí)現(xiàn)中華民族的偉大復(fù)興,對我國高校教師薪酬體系的優(yōu)化研究就成為了迫切的需要。 本文以薪酬理論和激勵(lì)相關(guān)理論為理論基礎(chǔ),借鑒國外高等學(xué)校薪酬體系先進(jìn)的經(jīng)驗(yàn)和理念,對J學(xué)院的薪酬體系進(jìn)行了優(yōu)化。首先,J學(xué)院作為一所獨(dú)立建制的成人高校制定了轉(zhuǎn)制升本快速發(fā)展的戰(zhàn)略目標(biāo)。為充分發(fā)揮教職工的積極性、創(chuàng)造性并吸引院外高層次人才加入學(xué)院的師資隊(duì)伍,學(xué)院決定對薪酬體系進(jìn)行優(yōu)化。然后,為糾正現(xiàn)有薪酬體系的各種弊端,J學(xué)院需重新做合理的崗位設(shè)置與崗位分析并進(jìn)行在崗人員全員競聘工作,實(shí)行績效工資制度。最后,為了加強(qiáng)激勵(lì)效果,還設(shè)計(jì)了以下多項(xiàng)激勵(lì)政策如：教職工獎(jiǎng)勵(lì)制度、學(xué)術(shù)帶頭人選聘及給予優(yōu)厚待遇、高層次人才引進(jìn)辦法、支持教師在校外企業(yè)實(shí)踐鍛煉及市場運(yùn)作房等其它福利�？茖W(xué)地建立起一整套較為全面、公平有效、激勵(lì)性佳、調(diào)控合理、具有市場競爭力的現(xiàn)代高校薪酬體系,為]學(xué)院建設(shè)有特色有競爭力的管理學(xué)院的戰(zhàn)略目標(biāo)提供了強(qiáng)有力的人才保障和智力支持。
[Abstract]:As an important part of the development strategy of colleges and universities, salary system plays a key role in attracting, stabilizing and encouraging talents.Its reform is a key and difficult point in the reform of internal management system in colleges and universities, and is also a more sensitive hot issue in the whole society.At present, the income of staff and workers in colleges and universities in our country is divided into "double track system", which consists of two parts: state wages and university subsidies.State wages are paid in accordance with state regulations, and school allowances are paid in accordance with the positions and achievements of faculty.However, compared with other developed countries, colleges and universities in our country are still inferior.In order to cultivate the better next generation and realize the great rejuvenation of the Chinese nation, it is urgent to study the optimization of the salary system of teachers in colleges and universities in our country.On the basis of salary theory and incentive theory, this paper optimizes the salary system of J college by referring to the advanced experiences and ideas of the compensation system of foreign institutions of higher learning.Firstly, as an independent adult college, college J has formulated the strategic goal of rapid development.In order to give full play to the enthusiasm of teaching staff, creativity and attract high-level talents outside the college to join the faculty, the college decided to optimize the salary system.Then, in order to correct all kinds of malpractices of the existing salary system, J college should re-establish and analyze the position, compete for the full staff in the post, and carry out the performance pay system.Finally, in order to enhance the incentive effect, the following incentive policies have been designed, such as: the staff incentive system, the selection and employment of academic leaders and the preferential treatment, and the introduction of high-level talents.Support teachers in the practice of outside-school enterprise training and other benefits such as market operation room.Scientifically set up a set of comprehensive, fair and effective, good incentive, reasonable regulation and control, with market competitiveness of modern colleges and universities pay system,It provides a strong talent guarantee and intellectual support for the strategic goal of building a unique and competitive management college.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2

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本文編號(hào)：1720957